If your organization has relegated Human Resources to the sideline, there are difficult steps to take to reconcile the relationship. Implementing a new framework for Human Resources begins with gaining back credibility. Accomplished by developing a higher level of business and industry acumen. Three tactics would be recruiting new members to the team from the business and then developing their knowledge of human resources.
The second would be to put in place rotational programs that would send your new professionals into the business for short periods to work and understand the teams from an ethnographic perspective. Lastly, involve the team in the organization’s continuous improvement initiatives. Ensure they play a role in facilitating the improvement processes. They will learn the processes, frustrations, and opportunities that the business endures.
As credibility begins to reestablish itself and seats are gained back at the strategy table, ensure that your team is in position to provide value. Understanding the business strategy is a necessity. Understanding industry best practices make the team valuable. Lastly, understanding the market and competitions’ strategies makes the team indispensable.
The ability to predict market trends enables the team to position the organization with on-boarding and developing the talent before it is needed. They will be able to enable a high performing work environment instead of a culture of control. This may be the catalyst that the organization needs to catapult itself into the new world of business or it may be the competitive edge that the organization can take advantage of. While common to not have Human Resources embedded with the business. In the future, it may be the final nail in the coffin of the business.
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